Director - Franchise Operations
JETSET Pilates®, Dallas, TX, United States
About JETSET Pilates Franchising
At JETSET Pilates Franchising, we pioneer a unique franchise model in the fitness industry, offering Modern Pilates classes and a curated selection of fitness‑related products. Our business model is centered on establishing a strong brand image, cultivating exceptional relationships with franchisees, and delivering outstanding client services. We operate in a dynamic, fast‑paced startup environment where adaptability and innovation are crucial for success.
Position Overview The Director of Franchise Operations turns JETSET’s strategic vision into consistent, profitable results across the franchise network. As JETSET scales, departmental support models create fragmentation: franchisees experience multiple handoffs, unclear accountability, inconsistent cadence, and weak feedback loops. The DFO resolves this by operating the Dallas Regional Training and Support Center (RTSC) as a performance hub, aligning training programs, field services, and launch execution into one regional operating system with clear owners, SLAs, KPIs, and escalation paths. Acting as the bridge between strategy and field execution, the Director drives operational readiness, strengthens franchisee performance, and ensures that new initiatives land successfully at the studio level.
Key Responsibilities The Director of Franchise Operations (DFO) is the
General Manager
of the Dallas RTSC and the single accountable owner for regional franchisee performance across the full journey, training → launch → 0–90 day post studio opening stabilization → ongoing performance → expansion readiness. This role converts centralized training, standards, and tools into consistent field execution, ensuring franchise partners and their teams receive coordinated support that drives measurable outcomes: faster readiness, stronger unit economics, brand consistency, and fewer escalations.
Regional performance ownership (the “scorecard owner”)
Own the Dallas region’s North Star scorecard and drive attainment across the four pillars: Training Excellence, Launch Execution, Performance & Profitability, and Regional Field Leadership.
Translate corporate priorities into a weekly operating plan for the region: which studios, launches, and cohorts receive attention, and why.
Maintain a ranked view of studios and openings: top performers to replicate, at‑risk studios to intervene, and red‑flag escalations requiring executive involvement.
Regional Training and Support Center operating cadence + field orchestration (the “quarterback”)
Lead the weekly cadence that runs the region: Regional Operating Review (ROR) – openings, readiness gates, at‑risk studios, capacity, escalations; Pipeline reviews: training calendar utilization, NSO pipeline, RE/construction support queue (as applicable), and field marketing execution.
Ensure cross‑functional orchestration across:
Training Manager/instructor pipeline
Franchise Business Managers (studio performance coaching)
New Studio Openings Launch Managers + Project Managers (opening execution)
Field Marketing Services (RTSC‑embedded compliance + implementation + logistics)
Ensure franchisees experience a single coordinated system, not separate “departments.”
Readiness gates, SLAs, and enforcement (the “standards enforcer”)
Ensure franchisees meet readiness requirements before moving forward (staffing, training completion, marketing readiness, operating setup).
Enforce “stop/go” decisions when readiness is not met—protecting brand quality and unit economics.
Manage and report on regional SLAs: response times, visit cadence, deliverable turnaround, and completion standards.
Drive compliance and remediation: require targeted training or intervention when standards slip.
Coordinate escalation when repeat non‑compliance persists.
The DFO has authority to: delay openings when gates are not met; mandate remediation training; increase support cadence for underperforming studios; implement required corrective action plans tied to objective KPIs.
Launch execution outcomes (the “predictability builder”)
Ensure every new studio opening is run on a single integrated plan with clear owners and dependencies: critical path visibility, risk log, and owner action tracking.
Alignment between launch marketing, staffing/training readiness, and operational setup.
Own the outcome targets: on‑time opening readiness; launch week execution quality; 30‑day utilization ramp vs model curve; 90‑day stabilization and scorecard attainment.
Franchise relationship leadership + escalation ownership (the “steady hand”)
Serve as the primary regional leader for franchisee operational relationships, especially for recurring performance issues, standards and compliance enforcement, and complex launch or ramp challenges.
Team leadership, productivity, and capacity planning (the “GM of people and output”)
Ensure each function has a clear book of business, expected cadence, and measurable outputs.
Build quarterly forecasts: openings load, studio coverage needs, training throughput, and resource gaps.
Drive accountability: individual performance scorecards tied to team outcomes, not activity vanity metrics.
Closed‑loop learning (the “field feedback engine”)
Institutionalize field‑to‑central feedback on what’s failing repeatedly in launches, what training modules aren’t improving outcomes, and which playbooks need revision.
Provide structured input to central teams (Ops, L&D, Marketing, Product/Talent): data‑backed recommendations, patterns and root causes, proposed system changes and required enablement.
Job Requirements Operational & Leadership Experience
8–12+ years of experience in multi‑unit, franchise, or field operations leadership; direct experience owning regional performance outcomes across distributed locations.
Proven ability to implement standardized operating systems across multiple operators.
Experience leading cross‑functional pods (training, field ops, launch, marketing execution).
Comfortable enforcing standards and making hard stop/go decisions tied to objective KPIs.
Demonstrated success in turning underperformance into measurable operational improvement.
Performance & Systems Discipline
Strong scorecard operator, experienced in running KPIs, dashboards, and structured operating reviews.
Experience owning launch governance, readiness gates, and post‑opening ramp stabilization.
Ability to diagnose root causes across staffing, training, marketing execution, and operational compliance.
Experience building and enforcing SLAs across internal teams.
Strong escalation management and remediation planning experience.
What We Offer
Competitive compensation, performance‑based incentives, and growth opportunities.
75% contribution to a comprehensive individual health plan, plus dental, vision, life, and pet insurance options.
Up to 4% match to 401(k) plan.
Flexible fitness & wellness membership.
Paid time off and company holidays.
A culture that values innovation, ownership, and excellence.
Exposure to franchise legal, compliance, and governance frameworks.
Deep partnership with Marketing, Product & Talent, Finance, and Real Estate.
Travel and On‑Site Requirements This is a hybrid role with significant on‑site presence at the HQ office in Dallas, TX, at least four days per week, with up to 50% travel for studio site visits or to Miami HQ office.
JETSET Pilates is an equal‑opportunity employer. We celebrate diversity and are committed to creating an inviting work environment for all team members.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
#J-18808-Ljbffr
Position Overview The Director of Franchise Operations turns JETSET’s strategic vision into consistent, profitable results across the franchise network. As JETSET scales, departmental support models create fragmentation: franchisees experience multiple handoffs, unclear accountability, inconsistent cadence, and weak feedback loops. The DFO resolves this by operating the Dallas Regional Training and Support Center (RTSC) as a performance hub, aligning training programs, field services, and launch execution into one regional operating system with clear owners, SLAs, KPIs, and escalation paths. Acting as the bridge between strategy and field execution, the Director drives operational readiness, strengthens franchisee performance, and ensures that new initiatives land successfully at the studio level.
Key Responsibilities The Director of Franchise Operations (DFO) is the
General Manager
of the Dallas RTSC and the single accountable owner for regional franchisee performance across the full journey, training → launch → 0–90 day post studio opening stabilization → ongoing performance → expansion readiness. This role converts centralized training, standards, and tools into consistent field execution, ensuring franchise partners and their teams receive coordinated support that drives measurable outcomes: faster readiness, stronger unit economics, brand consistency, and fewer escalations.
Regional performance ownership (the “scorecard owner”)
Own the Dallas region’s North Star scorecard and drive attainment across the four pillars: Training Excellence, Launch Execution, Performance & Profitability, and Regional Field Leadership.
Translate corporate priorities into a weekly operating plan for the region: which studios, launches, and cohorts receive attention, and why.
Maintain a ranked view of studios and openings: top performers to replicate, at‑risk studios to intervene, and red‑flag escalations requiring executive involvement.
Regional Training and Support Center operating cadence + field orchestration (the “quarterback”)
Lead the weekly cadence that runs the region: Regional Operating Review (ROR) – openings, readiness gates, at‑risk studios, capacity, escalations; Pipeline reviews: training calendar utilization, NSO pipeline, RE/construction support queue (as applicable), and field marketing execution.
Ensure cross‑functional orchestration across:
Training Manager/instructor pipeline
Franchise Business Managers (studio performance coaching)
New Studio Openings Launch Managers + Project Managers (opening execution)
Field Marketing Services (RTSC‑embedded compliance + implementation + logistics)
Ensure franchisees experience a single coordinated system, not separate “departments.”
Readiness gates, SLAs, and enforcement (the “standards enforcer”)
Ensure franchisees meet readiness requirements before moving forward (staffing, training completion, marketing readiness, operating setup).
Enforce “stop/go” decisions when readiness is not met—protecting brand quality and unit economics.
Manage and report on regional SLAs: response times, visit cadence, deliverable turnaround, and completion standards.
Drive compliance and remediation: require targeted training or intervention when standards slip.
Coordinate escalation when repeat non‑compliance persists.
The DFO has authority to: delay openings when gates are not met; mandate remediation training; increase support cadence for underperforming studios; implement required corrective action plans tied to objective KPIs.
Launch execution outcomes (the “predictability builder”)
Ensure every new studio opening is run on a single integrated plan with clear owners and dependencies: critical path visibility, risk log, and owner action tracking.
Alignment between launch marketing, staffing/training readiness, and operational setup.
Own the outcome targets: on‑time opening readiness; launch week execution quality; 30‑day utilization ramp vs model curve; 90‑day stabilization and scorecard attainment.
Franchise relationship leadership + escalation ownership (the “steady hand”)
Serve as the primary regional leader for franchisee operational relationships, especially for recurring performance issues, standards and compliance enforcement, and complex launch or ramp challenges.
Team leadership, productivity, and capacity planning (the “GM of people and output”)
Ensure each function has a clear book of business, expected cadence, and measurable outputs.
Build quarterly forecasts: openings load, studio coverage needs, training throughput, and resource gaps.
Drive accountability: individual performance scorecards tied to team outcomes, not activity vanity metrics.
Closed‑loop learning (the “field feedback engine”)
Institutionalize field‑to‑central feedback on what’s failing repeatedly in launches, what training modules aren’t improving outcomes, and which playbooks need revision.
Provide structured input to central teams (Ops, L&D, Marketing, Product/Talent): data‑backed recommendations, patterns and root causes, proposed system changes and required enablement.
Job Requirements Operational & Leadership Experience
8–12+ years of experience in multi‑unit, franchise, or field operations leadership; direct experience owning regional performance outcomes across distributed locations.
Proven ability to implement standardized operating systems across multiple operators.
Experience leading cross‑functional pods (training, field ops, launch, marketing execution).
Comfortable enforcing standards and making hard stop/go decisions tied to objective KPIs.
Demonstrated success in turning underperformance into measurable operational improvement.
Performance & Systems Discipline
Strong scorecard operator, experienced in running KPIs, dashboards, and structured operating reviews.
Experience owning launch governance, readiness gates, and post‑opening ramp stabilization.
Ability to diagnose root causes across staffing, training, marketing execution, and operational compliance.
Experience building and enforcing SLAs across internal teams.
Strong escalation management and remediation planning experience.
What We Offer
Competitive compensation, performance‑based incentives, and growth opportunities.
75% contribution to a comprehensive individual health plan, plus dental, vision, life, and pet insurance options.
Up to 4% match to 401(k) plan.
Flexible fitness & wellness membership.
Paid time off and company holidays.
A culture that values innovation, ownership, and excellence.
Exposure to franchise legal, compliance, and governance frameworks.
Deep partnership with Marketing, Product & Talent, Finance, and Real Estate.
Travel and On‑Site Requirements This is a hybrid role with significant on‑site presence at the HQ office in Dallas, TX, at least four days per week, with up to 50% travel for studio site visits or to Miami HQ office.
JETSET Pilates is an equal‑opportunity employer. We celebrate diversity and are committed to creating an inviting work environment for all team members.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
#J-18808-Ljbffr